Manufacturing Engineer III

We begin with dreams. Dreams drive our motivation. Dreams are our future. The world's dreams, people's dreams, our dreams. Our passion creates ideas that make dreams come alive. Technology and products that were only dreams become reality.

Job Description

Role Overview
The Manufacturing Engineer III provides senior‑level engineering leadership for a plant, value stream, or complex production area. The role owns critical manufacturing processes or technologies, leads high‑impact improvement initiatives, and serves as a subject‑matter expert for process capability, equipment performance, and manufacturing system design.
This position works independently on complex technical challenges, supports strategic initiatives such as capacity expansion and new product introductions, and mentors lower‑level engineers. The role typically reports to a Manufacturing Engineering Manager, Operations Director, or similar leader.

Key Responsibilities
Manufacturing Process & Technology Leadership

Provide technical ownership for critical manufacturing processes, equipment, or technologies
Ensure processes are capable, stable, scalable, and aligned with business requirements
Lead development and implementation of advanced manufacturing solutions

Advanced Problem Solving & Root‑Cause Analysis

Lead investigation and resolution of chronic, high‑impact manufacturing issues
Apply advanced problem‑solving and analytical techniques to drive systemic improvements
Partner with operations leaders to implement sustainable corrective and preventive actions

Continuous Improvement & Operational Excellence

Lead complex Lean, Six Sigma, or operational excellence initiatives
Quantify operational and financial impact of improvements and validate sustained results
Drive reductions in variation, scrap, downtime, and total cost of ownership

Equipment, Capital & Process Engineering

Lead specification, selection, installation, and qualification of manufacturing equipment and tooling
Support capital projects, capacity expansion, and automation initiatives
Ensure robust process design, validation, and risk mitigation (PFMEA, control plans)

Data‑Driven Performance Optimization

Analyze manufacturing performance data to identify trends, constraints, and opportunities
Use data to support decision‑making on capacity, productivity, and investment trade‑offs
Support leadership reviews with fact‑based technical insights and recommendations

Cross‑Functional Leadership

Partner with Manufacturing, Quality, Product Development, Supply Chain, and Maintenance teams
Support new product introductions, major changes, and lifecycle transitions
Influence decisions and align stakeholders on technical and operational priorities

Documentation, Standards & Governance

Establish and maintain robust engineering standards, documentation, and best practices
Ensure compliance with safety, quality, regulatory, and company requirements
Support audits, risk assessments, and continuous improvement of engineering governance

Mentorship & Capability Development

Mentor Manufacturing Engineer I and II roles and support skill development
Share best practices, technical expertise, and lessons learned across teams
Contribute to building a strong manufacturing engineering capability


Qualifications
Education & Experience

Bachelor’s degree in Manufacturing Engineering, Mechanical Engineering, Industrial Engineering, or related field required
Master’s degree or advanced certifications (Lean Six Sigma Black Belt, advanced manufacturing) preferred
Typically 5–8+ years of progressive experience in manufacturing or process engineering
Demonstrated experience leading complex, high‑impact manufacturing initiatives

Knowledge, Skills & Abilities

Deep understanding of manufacturing processes, equipment, and production systems
Advanced problem‑solving, analytical, and systems‑thinking capabilities
Strong experience with process capability, validation, and risk management methodologies
Proficiency with manufacturing data analysis, ERP/MES systems, and engineering tools
Ability to synthesize complex technical information into actionable recommendations
Strong communication and influencing skills with both technical and non‑technical stakeholders
Ability to operate autonomously and lead without formal authority
High level of integrity, rigor, and operational accountability

Technical – T3

Organizational Impact
• Works to achieve operational, functional, and/or business targets within team with direct and indirect impact on departmental or job family results, using practical technical principles
• Intermediate-level technical contributor; generally works independently under moderate supervision and may seek advice of more senior employees in the same area
• Failure to achieve results requires allocation of additional resources to meet goals and impacts project completion with the potential for additional financial expense.
• Works on smaller, less complex projects/assignments
Communication & Influence
• Communicates with employees typically within the department and/or job family, explaining and interpreting matters related to the department; may communicate with external clients or partners depending upon the job area
• May influence employees within own job area at an operational level
Innovation & Complexity
• Responsible for making minor improvements to technical/business processes, procedures, or systems to contribute to the performance of the team
• Problems faced may be difficult but are not complex, requiring application of technical skills/analysis drawing from prior experiences, and typically involve consideration of multiple issues and impact job family and/or multiple teams
Leadership & Talent Management
• May provide guidance, help with training and review work of entry-level employees
• May lead parts of less complex projects or processes
Knowledge & Experience
• Requires understanding of basic context and practical knowledge of technical and business environment as well as potential and upcoming technical advances within area of specialization, typically obtained through advanced education and relevant experience
• Requires a bachelor’s degree or equivalent experience and minimum 5 years of prior relevant experience

Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.